Neurodiversity and remote work in times of crisis: lessons for HR

Abstract

PurposeThe rich qualitative study builds on 11 semi-structured interviews with nine neurodivergent employees and two business professionals supportive of neurodiversity to understand the lived experiences of dealing with crisis in a remote working environment.Design/methodology/approachThe purpose of the reported research is to understand how neurominorities experience remote working in the times of crisis and what the implications of this are for human resource (HR) professionals.FindingsMoving to remote work resulted in a lack of routine, distractions and working long hours, which can all be difficult for line managers to monitor. Further problems with communication in a virtual environment and lack of understanding by others were found to be particularly burdensome to neurodivergent individuals. On the positive note, remote working in the times of crisis allowed for avoiding sensory overwhelm and was seen as an important step in creating a healthy work–life balance (WLB).Practical implicationsThe findings of this study point HR practitioners' attention towards building a more neurodiversity friendly post-pandemic workplace and prompt employers to offer working arrangements, which better suit employees' domestic and personal circumstances.Originality/valueThis study addresses the lack of research on the impact of the Covid-19 crisis on neurominorities. In doing so, it answers recent calls to move away from universal HR as a route to positive employee outcomes and facilitates a more accurate reflection of organizational reality for disadvantaged members of society.

Remote Work Support Needs of Employees with Autism Spectrum Disorder in Poland: Perspectives of Individuals with Autism and Their Coworkers

“…Our findings suggest a challenge to employees with autism for achieving a better work–non-work balance by navigating their work tasks while not sacrificing their other necessary (non-work life) activities (see also [ 16 , 40 , 41 , 42 ]). Goldfarb et al [ 17 ] noted that an increase in work–life balance is presented as an advantage of remote working due to flexible work scheduling.…”

“…The findings of the study are in line with the results of previous studies that examined remote work from the perspective of the general population [ 34 , 35 , 36 ]. Furthermore, remote working was preferred by others among the neurodivergent population, including individuals with ADHD, dyslexia, dyspraxia, and autism (see [ 15 , 16 , 17 ]). Our research results provide evidence on the preferences and priorities of people with autism, each of whom is unique in their sensitivity to sensory overload, and for whom indirect electronic communications can be highly beneficial, allowing the limitation of intensive interpersonal contacts.…”

“…Of the studies that examined remote working experiences with neurodiversity (see [ 15 , 16 ]), most did not focus explicitly on employees with autism but included related conditions. The major exception is a study by Goldfarb et al [ 17 ], who explored the remote digital work experiences of employees with autism associated with the digital transition in the context of the COVID-19 pandemic.…”

AMO model for neuro-inclusive remote workplace

“…Similarly, the ability to think innovatively and engage in detailed observations can be easily disrupted in a remote work context. Specifically, working at home may be associated with certain distractions that make it difficult to find enough time to reflect and focus on new ideas (Szulc et al, 2021a). Consistently, management should provide its employees with a sufficient level of flexibility and freedom so that they can set aside the necessary time to enhance their unique abilities to engage in critical reflections and innovative thinking.…”

“…Whilst a traditional office layout offers limited opportunities for customization (Tomczak et al. , 2021), working from home often means that individuals can control sensory stimuli and manage distractions (Szulc et al. , 2021a).…”